The Storage Capacity of DNA

Computer users generate enormous amounts of digital data that has to be stored for access as needed.

Scientists are hoping to revolutionize current methods for digital storage by imitating a far superior data - storage system found in nature. DNA (DeoxyriboNucleic Acid).

Consider : DNA, found in living cells, holds billions of pieces of biological information. 

"We can extract it from bones of woolly mammoths... and make sense of it," says Nick Goldman of the European Bioinformatics Institute.

"It's also incredibly small, dense, and does not need any power for storage, so shipping and keeping it is easy."

Could DNA store man - made data? Researchers say yes!

Scientists have synthesized DNA with encoded text, images, and audio files, much as digital media stores data.

The researchers were later able to decode the stored information with 100% accuracy.

Scientists believe that in time, using this method, 0.04 ounce (1 g) of artificial DNA could store the data of some 3,000,000 Compact Discs, and that all this information could be preserved for hundreds of years.

Potentially, this system could store the whole world's digital archive.

DNA has thus been dubbed "the ultimate hard drive."

What do you think? Could the storage capacity of DNA have come about by evolution? Or was it designed?

                                                                                            Source : Awake! DECEMBER 2013

Most ridiculous excuses for missing work!

Survey Details Workers' Most Ridiculous Excuses for Missing Work

Human Relations : Part # 16 - Do you hear well?

Do you hear well?

According to my Canadian Students' Dictionary, to hear means to listen to attentively.

A failure to listen may cost your organization to lose monies. 

Two examples of how are : 

• A draftsman who doesn't hear the architect tell him to make an important change in the blueprints may cause the loss of thousands of dollars, because the specifications are incorrect.
• A salesperson who fails to hear the message from the client about keeping an important delivery date, and as the result misses the date, may lose not only the sale, but maybe one of your organization's most valuable clients too.

Employees should test whether or not they are good listeners at their workplace, by asking themselves these questions such as : 

• Does my boss, or supervisor have to "fight" to get my attention?
• Do I find myself thinking overtly about something else in the moment my boss, or supervisor begins verbally instructing me?
• Do I feel that my boss, or supervisor insults me by constantly repeating the message / instructions ?
• Do I always find that I must go back to ask my boss, or supervisor to repeat their messages / instructions?
• Do I always feel confused about the messages / instructions given to me from my boss, or supervisor to do the job?

If an employee can definitely answer "no" to all of these questions, she / he is a good listener!

If not, she / he should strive harder to improve their listening skills.

Study examines mental health in the workplace.

Training and return - to - work strategies needed.

     Organizations across Canada need to establish graduated return - to - work strategies, and other accommodations to aid employees who return to work after being treated for depression. 

This recommendation is part of a series of conclusions in a new Conference Board report, 

Depression in the Workplace : Insights from employees and supervisors, published recently.

     The new survey of employees, and supervisors found that after a work absence due to depression, two - thirds of employees who return have difficulties concentrating, remembering things, making decisions, and performing tasks - even after being medically cleared to return to work.

    According to the report, the specific strategies, and accommodations required will depend on the individual's circumstances, but might include reducing distractions to improve concentration, or providing minutes of meetings to assist with memory, and follow - up tasks.

     "Individuals who experience depression can show a significant decline in their work productivity and problems can arise even years after the period of depression. This has a significant impact for employers in terms of lost productivity," said Louise Chenier, senior research associate. "It's important to stress that once an accommodation measure has been identified and implemented successfully, the employee should be treated like all other employees. The temptation is to lower expectations. This approach can lead to inequities between employees and perceptions of unfairness." 

HIGHLIGHTS

• In Canada, approximately 16 percent of women, and 11 percent of men will experience a major depression in their lifetimes, according to Health Canada.
• Absenteeism is one factor associated with lost productivity, but a more critical factor is presenteeism - where an individual is working but not fully productive.
• Managers need training to recognize the signs and symptoms of mental health issues, and ensure employees receive the support required.

     The results are based on a Conference Board survey of 2,004 individuals (including 727 front - line supervisors), conducted between Feb. 18 and Mar. 5, 2013

     In all, 147 respondents had taken either a short, or long - term leave of absence from work due to depression.

     The overall study results align with other research showing that individuals experiencing depression often continue to suffer from cognitive symptoms even after treatment.

     The findings of this study will be presented on Oct. 30th at the Conference Board's Wellness and Sustainable Health Care Summit in Toronto. Additional research on wellness and workplace health will be will be presented at Disability Management and Benefits 2013 : Driving Productivity with effective Workplace Practices on Oct. 28th, and 29th, also in Toronto.

     Funding for this research was provided by Lundbeck Canada Inc. 

     The report is available at http://www.conferenceboard.ca/e-library/abstract.aspx?did=5730

   

     

     

Human Relations : Part # 15 - Employee absenteeisms & latenesses!

Employee absenteeisms & latenesses

There are three good reasons why employee absenteeisms, and latenesses are a greater problem in today's business world than they used to be.

• Many employees no longer hardly commit themselves to a career, or a company as much as they used to in the past.
• Many schools, and educational institutions have become more "relaxed" about teaching the proper disciplines of business management - in turn, many supervisors, bosses etc. are also too "relaxed" in managing the business, thus they allow their employees to be frequently absent & late for the jobs.
• Many employees do not feel very obliged to strictly adhere to the attendance standards, and the other rules imposed upon them by their organization's management.

Unfortunately, the employees suffer the most when, and if they are absent because:

• a poor attendance record will keep them from building good horizontal working relations with their other co - workers, and
• a poor attendance record will also hinder them from building good vertical working relations with their supervisors, bosses, managers etc.

The job should be the employee's #1 priority in his / her's life, but an employee should not come to the workplace if:

• he / she feels that they may endanger their own health, or the health of their co - workers.
• The employee is in a psychological, or emotional state that they feel may hinder their job performance, and may create an unsafe environment for themselves, and the others.

There are six good tips for how to have a good attendance record @ your workplace!

1. Stay home under the following conditions: (a) if, and when you are honestly sick, and feel that your sickness would worsen if you did come into your workplace, (b) if, and when your emotional / mental condition is such that you will make a negative contribution to your organization's productivity, and you'll also endanger the safety of the others, and (c) if, and when you do have a family crises, and are urgently needed.
2. Notify your company immediately of your decision to stay away from your workplace. Tell your supervisor / boss etc... honestly, and straight - forwardly why you are not coming into the workplace today. Tell your supervisor / boss etc. first before you tell any of your co - workers.
3. If, and when you do stay at home for more than a single day because of your sickness, keep a daily progress report of your condition. Also, make a good estimate of if, or when you will be able to return to your workplace.
4. Use your authorized sick - leave time only for real crisis, and emergencies! Never cry wolf falsely!
5. Always give yourself "lead" time before the scheduled time you are to be at your workplace. Always strive to never be late for you job(s)! It is better to be fifteen minutes early, than to be one minute late. When, or if you will be late though, tell you manager / boss etc. the true reason why?
6. When, or if you do have a true reason for being absent / late from your workplace for a family wedding, funeral, court appearance etc., tell your manager / supervisor / boss etc. as far in advance as you're able to. 

Human Relations : Part # 14 - Be a champion!

Ten tips a new employee may follow to ensure they are successful on their new job.

• Balance home, and career life
• Use a calendar, or notebook to help keep you organized for your new job
• Ask good questions about working your new job e. g. if you don't understand a certain workplace procedure, continue asking the questions until you do
• Use your best judgement(s), especially when you're being asked to work extra hours, and in taking your breaks too. Being zealous is good, but being overtly zealous will get you into troubles!
• Do not ostentatiously show your education(s), or previous job - working experience(s)
• Make good friends @ your workplace, but beware of making them too early!
• Work your job energetically!
• Be mindful of your personal appearance, hygiene, and your organization's standards
• Carefully read your employee handbook et cetera
• Always strive to communicate in your good attitude when you are communicating with your co - workers, and the customers. Saying "good morning", "please", "thank - you", "I'm sorry" are examples of good (positive) verbal communication. A friendly smile, gently shaking a hand, gesturing positively with your hand, or head are examples of good non - verbal communication.

Be a champion! Humanly relating with a good attitude is very important for your successes on your job, and @ your workplace!

Roar!

Human Relations : Part # 13

ATTITUDE ADJUSTMENT.

     These are three suggestions for improving the way in which you can build good relations with all of your co - workers, especially those from cultures other than your own!

• You take the initiatives (first steps) to build equally good relations with all of your co - workers.

Go about building the relationships slowly.

Get to be a good co - worker to know.

• Give those from differing cultures other than your own the opportunities to perform their "special" talents, and abilities to you.
• Apply the Mutual Reward Theory (M.R.T) which is a relationship of two co - workers / people that is positively enhanced when there is a satisfactory balance of rewards between them.

In a good M.R.T. relationship, both parties in the relationship win!

     Differences, and prejudices are lessened when two people from differing world cultures continuously strive to build strong working relations between themselves.

If, and when the performance(s) are judged fairly - good, and mutually rewarding relations between yourself, and the new co - worker from the differing world culture could exist.

Given the opportunity to work closely with him / her, the greater your personal growth could also be.

     People from other world cultures outside of Canada, and the U.S.A. do have difficulties in adjusting to a diverse work team. Language(s) is sometimes the number one barrier.

Yes. When a new employee becomes a new member of a work team, adjustments must be made by all members of the team to make english the predominant language in the team, especially if the work team is already heavily diverse.

By making english the predominant language in the team, the work team's challenge would be made that much easier.

But, sometimes the language(s) is not the number one barrier.

There are also cultural attitudes, and perspectives either good, or bad of those from other world cultures, which may create some sort of biases in the work team.

Many people have negative views, and ideas of other world cultures, and have never had the opportunities to work closely with a person from an other world culture.

Simply an idea of the relative unimportance of an employee in the work team could be the number one barrier for the work team to adjust to be greatly productive.

The benefits of culturally diverse work teams should be good, and enjoyable for everyone!

Human Relations : Part # 12

Make repairs quickly!

The three disadvantages to leaving a damaged relationship damaged.

1. Constructive "mind - time" will be lost - Preoccupying yourself with a relationship left damaged is not good! Living daily with an unhealthy, damaged relationship, especially with a manager, will cause a reprocessing of the conflict over, and over, thus stealing "mind - time" from your best pursuits.
2. An already distressing situation will be compounded - Emotional conflicts at your workplace will be more distressing than long hours, and heavy job demands. Also, emotional distress at your workplace will make the other areas of your life more difficult.
3. Your chances of becoming a victim may increase - In some workplaces, a damaged relationship left unattended may make you the victim!

     The direct approach is the most effective way to rebuild a damaged relationship!

I like this relationship rebuilding strategy the best because it makes the individual(s) involved responsible for accepting their share of the blame for the conflict, mindless of which party made the human relating error.

Openly communicating at your workplace is essential for good relationship restoration.

An open mind will yield better results!

Human Relations : Part # 11

Defining Frustrations.

You get frustrated at your workplace when you are prevented from accomplishing your "purpose", or fulfilling your desire(s).

Three situations that are often frustrating to you at your workplace are frustrations caused by stress / distress such as:

1. overworking your job
2. trying to achieve too many goals in the same time
3. working with overtly stubborn peers, and superiors

Four ways in which you could overcome your frustrations at your workplace are:

Admit to yourself that your frustrations make you behave aggressively through for example verbal aggression, and teach yourself to recognize them.

                                                                       

Try to recognize aggressive behaviours in your co - workers including your managers too.           

Their aggressive behaviours may not be directed toward you personally, but you may just happen to be at the wrong place, at the wrong time.

Be sensitive about your own natural aggressions, especially your verbal ones, and be very cautious about them in your group discussions, and staff meetings as well.

Don't allow aggressive behaviours by your co - workers stop you from achieving your goals!

Also, a good understanding of emotions i.e. having emotional intelligence may help an employee create a good job career for themselves by yielding the benefits of becoming more aware of other worker's needs, creating a good self - image, and creating better social interactions at your workplace!

Human Relations : Part # 10

Teamwork!

Teamwork is the cooperative effort(s) by the members of a team, or group to achieve a common goal.

The four C's to be an effective team member are :

1. Conformity to all, and every decision made with the other team members.
2. Cooperation with the other team members without unnecessary conflicts.
3. Contributing talents, and skills.
4. Collaborating with the other team members.

A team of people from different cultures will have greater perspectives about work than a team of people who are all from the same background.

A team of people from different cultures may present many diverse challenges to both management, and  team members, especially in a culturally "sensitive" workplace.

One must learn to be effective!

With a proper understanding of people, and the Mutual Reward Theory (M. R. T.) - please read Human Relations : Part # 8 - the successes of a work team may be excellent!

The five attitude factors that need to be present among team members to make the team successful are :

1. Acceptance of the team concept.
2. Accepting the four C's to be an effective team member.
3. Employees must be responsible for their own actions at the workplace!
4. Employees must keep their attitude good.
5. Employees must be self - disciplined.

Also, anyone who has played out a season on a formally organized sports team would have some very valuable insights into what makes a work team successful.

The more insights, the better!

Human Relations : Part # 9

The three working environments in which managers operate are :

• The structured environment
• The permissive environment
• The democratic environment

1. The structured environment - The managers are usually fairly strict, and use many restrictive controls.
In this type of environment, the manager(s) always expects the employees to be precisely "on - time" for their shifts, orderly, accurate, and highly efficient, and effective.

Also, the manager in this type of environment may appear unfeeling to a new employee at first, but the manager is most likely very interested, and very willing to help the new employee more than he / she does initially reckon!

2. The permissive environment - This is the direct opposite of the structured environment. 

The manager(s) in this type of environment are "easy - going", use a free - reign style to manage, and there are few restrictions.

This type of environment is acceptable in the world as well, but is the most risky of the three for the manager to create, and most dangerous for a new employee to work in, because of his / her great need for supervision initially.

3.  The democratic environment - This is the preferred environment for most managers operating in modern - day organizations, but is the most difficult, and challenging of the three to create!

In this environment, the manager works very closely with, and for the team, and is a great leader as well.

Each employee should feel as though they are a good part of the team, and also should feel personally satisfied with their works accomplishments.

Greater workplace, and team productivity should also be a result of this type of environment.

The manager's roles in all three of these environments should be :

Teacher - He / she should teach the new employee the proper routines of the job, and should also greatly influence their attitude toward the "good". 

Counselor - He / she should be a good counselor / coach.

His / her job is to make certain that the employees achieve their maximum potential at the workplace!

To correct the employee's errors.

To give employees good, and proper tips on improving their team, and workplace performance.

Leader - The manager must provide the proper leadership the team, and department does require.

He / she must continuously motivate all of the employees.

He / she must help the employees to develop a long - term career with the organization.

The employee's role in all three of these environments should be : 

To simply be a good employee!

• Practice good, and ethical behaviors at the workplace!
• Maintain open, and honest communications with your manager(s).
• Don't discuss your manager(s) negatively with your co - workers.
• Avoid transferring the negative attitudes you may have developed of previous managers, to your current manager.
• Expect some of the work days to be very challenging under your new / current manager.
• Don't make minor workplace issues major workplace issues!
• Don't let your manager intimidate you!
• If you make a mistake at your workplace, correct it quickly!
• Remember - not every manager likes their job.
• If needed, simply ask your manager to personally mentor you.

Managers are humans too!

     

                                                                                                                                                                                                                                                                                                   

Human Relations : Part # 8

The six employment human relationship characteristics.

1. Mutual Reward Theory - The Mutual Reward Theory (M. R. T.) states that a relationship between two people is enhanced when there is a satisfactory "balance" of rewards between them.

In a good M. R. T. relationship, both parties prosper, but the M. R. T. is biased toward a "win - win" outcome.

If the relationship is to remain healthy, and prosperous for a long period of time, it must contribute something  valuable to both persons.

If, and when one of the persons does discover that she / he has been contributing substantially more than the other, the relationship may quickly weaken!

However, if, and when there are "balanced" rewards between the persons, the relationship may prosper very healthily!

A sincere relationship may also occur, if the relationship is close, emotional, and important enough.

     2. Value Conflicts - Everyone has her / his own personal values. 

To impose one's own personal values on another, especially at the workplace, will create a negative relationship between the employees who are "forced" to work together closely.

    3. Ethnic Implications - Diversity at the workplace is promoted when there are relationships that do include employees from differing ethnic backgrounds.

     4. Sexual Overtones & Harassment - Sexual Overtones = Sexual Tension (not dangerous!)

Sexual Harassment at the workplace is any, and every sexual harassing that does cause a co - worker to be uncomfortable, and has a negative effect on workplace productivity.

In most cases, sexual harassing is done in a deliberate way over a lengthy period of time.

There are also three other types of harassment which are :

• verbal
• visual
• physical

    5. Age Differences - Employee generation age gaps!

Many employees between the ages of 18 - 30 years reckon their young age a "handicap" versus the elder employees at the workplace, and they often get discriminated at the workplace because of their young ages.

    6. Irritation Threshold - Working relationships are frequently endangered of weakening because one of the employees does have an irritating habit / mannerism that bothers an other. 

Whether or not a habit, or mannerism of one employee irritates an other employee does depend upon the threshold, and tolerance acceptability of the other employee.

The irritation threshold is the tolerance acceptability for a habit / mannerism of an employee.

If, and when an employee does have a high tolerance acceptability , she (or he) has a good human relations skill!

If, and when an employee does have a low tolerance acceptability for another employee's habits / mannerisms, the relationship may quickly weaken.

An example of something someone else does that sometimes gets close to, or passes my threshold is an irritating laugh!

Ha! Ha! Ha! Ha! Ha!

Human Relations : Part # 7

Increase your personal productivity!

     Just do it! Increase your personal productivity to the point of it surpassing your co - worker's.
     Also, concentrate on building good horizontal relations with your co - workers to increase their productivity, as well as your own.

Be a leader!

In increasing your personal productivity, the advantages of giving attention to creating good horizontal working relations with your co - workers are:

• your job would become easier, and simpler
• you would be valued more, and greater by your supervisor / boss / manager
• you would get the support of your co - workers
• you would contribute more, and greater to your group's productivity
• your would be better able to demonstrate more, and greater insight, and sensitivity too!

The four primary "factors" that managers seek in their employees are:

1. an employee who strives to work close to their personal potential
2. an employee who is never completely satisfied with their personal potential
3. an employee who believes humanly relating @ the workplace is important
4. an employee who makes it their priority being loyal their company / organization

Although you may not have direct customer contact, you can still benefit from having a good service attitude.
A good service attitude is a desire to satisfy the company's / organization's customers so they'll continue to use its services, and products also!

All employees should make the time to identify who their true customers are, and to then try to serve them in the best ways possible with a good service attitude.
Everyone in the company / organization will benefit from a good customer service strategy, because it will create a "win - win" outcome for everyone in the company / organization, and of course its customers!

Your career advancement will also be better facilitated!

A good service attitude will help you learn more about yourself, and how you can improve your own personal productivity levels, and works quality too!

Be a leader!

The five stages of career development!

1. Preparation for the works - ages 0 to 25 years.
2. Organizational entry - ages 18 to 25 years.
3. Early career - ages 25 to 40 years.
4. Middle career - ages 40 to 55 years.
5. Late career - ages 55 to final retirement.
   
   

   
   

In the first stage - Preparation for the works, it begins for the person prior to him / her entering the works force, and the organization(s). In this priming stage, the person continues until he / she becomes approximately the age of 25 years. Also, in this first stage, the "young" person with no experience / no job does naturally begin to attain the necessary knowledge, skills, and abilities to continue developing their career, and eventually be in their own chosen occupation.

The "young" person in this stage did most likely use the time, and did use care in planning, getting the correct information(s), and developing their own occupational self - image, and initial choice of occupation. The "young" person also most likely began to assess alternative occupations, and pursue any / every necessary educations (formally, informally, or both).

In the second stage - Organizational entry, it begins for the person during, or after the first stage of the career developing. (approx. between the ages of 18 to 25 years).

If the "young" person does reckon that they are already prepared to enter the works force, they will begin to solicit, and obtain formal job offers from their organizations of choice. Also, according to the basis of complete, and accurate informations, the "young" person will select an appropriate organization, job, and position for themself. e.g. at the city's public library - the position may be in reference works, as a reference librarian!

3. Early career - ages 25 to 40 years.

He / she begins to learn the job, and its position, the organization, the organization's rules, and norms, begins to fit into their occupation of choice, increase their own competencies, and pursue their own chosen career goal(s).

4. Middle career - ages 40 to 55 years.

In this stage, he / she begins to assess, and modify their early career goal(s), make more appropriate choices in accordance with their elder years of age, and continue to remain productive in their works.

5. Late career - ages 55 - final retirement.

In this final stage, he / she continues to remain productive in their works, whilst maintaining their own personal self - esteem, and image. Also, he / she most likely begins to prepare for their permanent final retirement from the organization, job, position, and works force.

Human Relations : Part # 6

Individual Productivity Levels

    Each employee at your workplace has a current level of individual productivity that mainly remains constant throughout the course of his / her employment term. Although, it does often fluctuate eventually greater, or lesser, due to these five primary causes that make - up an employee's individual productivity level.

 

1. Mental ability - An increase, or decrease of an employee's I. Q. (Intelligence Quotient).
2. Stamina, and endurance - An increase, or decrease of an employee's ability to endure physical / moral strains, disease, fatigue, and personal hardships.
3. Manual dexterity -  An increase, or decrease of an employee's manipulative skills i . e. The ability to operate, or manage by skillt use of their hands.
4. Creativity - An increase, or decrease of an employee's ability to be innovative i. e. To begin, or introduce something new / make any necessary changes at the workplace.
5. Motivation - The employee's "inner - drive" that spurs them to take good action(s) at the workplace.

The difference between an employee's current individual productivity level, and their future potential individual productivity level is what they call the Productivity gap - How much an employee currently produces, and how much an employee is able to truly produce.

 

If an employee's productivity gap is small, the employee is working the job near to their future potential individual productivity level.

If an employee's productivity gap is large, something is wrong. The employee may need additional training, a special incentive, a change in job duties, or perhaps counseling for personal hardships. 

 

The group productivity gap is the difference between a group's current level of productivity, and their future potential level of productivity. A group is a branch, division, or department @ your workplace!

 

The best way for a supervisor, boss, manager, shift leader etc. to make the group productivity gap smaller is to make each employee's individual productivity gap smaller.

 

The primary responsibility of the group's leader is to help each employee achieve their maximum productivity, thus the group's productivity will improve, and be better for the business as well!

 

 

 

 

Human Relations : Part # 5

     The most vital part of good working relationships is verbally communicating - freely, frequently, and honestly.

There are two types of working relationships - vertical, and horizontal.

A vertical working relationship is the relationship with you, and your immediate supervisor.

Horizontal working relationships are those that are with you, and your fellow workers in the same department i. e. the people you work aside on an hour - to - hour, day - to - day basis.

In building good working relationships, there are two evils you should definitely avoid.

1. Avoid concentrating on building a good relationship with your supervisor whilst neglecting building good relationships with your fellow workers.
2. Avoid concentrating on building only one, or two good horizontal working relationships, and intentionally neglecting the relations with the rest of your fellow workers in the department.

Improving horizontal working relationships may also improve the vertical ones because:

Giving your attention to building equality in your working relationships is important!

All men are created equal.

The mistake is often made of concentrating on only one, or two horizontal relationships.

The remaining horizontal relationships you are in will weaken, and your vertical relationship with your supervisor will also weaken.

Giving your attention to building good horizontal working relationships with all of your fellow workers, you'll definitely build a good working relationship with your supervisor.

A good supervisor will definitely, and greatly appreciate the employee that builds a good team "spirit" in the workplace!

Remember, money talks!



Human Relations : Part # 4

     To re - iterate the definition of the concept of an attitude, an attitude is the position of the body, or manner of carrying oneself, indicative of a mood, or condition...

When someone @ your workplace discourages your good(positive) attitude, there are three "sure - fire" strategies you could, and should use to recover it.

• Take an immediate good(positive) action - Quickly! Do something good(positive) to recover your good(positive) attitude e. g. give an apology, a compliment etc. to the hater to prevent further damage in the co - working relationship from occurring.
• Make the value of your good(positive) attitude "priceless" - Please do conclude that your good(positive) attitude is "priceless" for your future job career successes. Please do recover it immediately.
• Strengthen yourself, so that your good(positive) attitude will not get discouraged again - Strengthen yourself to defend yourself from the bad(negative) behaviors of the individual(s) who are insensitive / disrespectful to you. Try to keep yourself separate from the "bad" individual(s) until they are properly respectful, and sensitive to you.

Yes! Your good(positive) attitude is "priceless", especially @ your workplace! If you don't recover it quickly, you are allowing the "bad" individual(s) to take / steal your good(positive) attitude away from you.

When we recover our good(positive) attitude quickly after having it discouraged, very little, or no harm in the co - working relationship(s) occurs. Having your "good" attitude discouraged lessens your personal confidence, and also your "good" effectiveness at your workplace. Yes it does take a "good" effort to recover it quickly after having it discouraged.

The longer you do allow your good(positive) attitude discouraged, the longer it will take to recover it.

A quick good(positive) action to recover it is recommended in these types of situations.



Human Relations : Part #3

     As it is in the wonderful world of human relations, the three most known types of communications are :

1. The written type - letters, memos, faxes, and e - mails
2. The verbal type - "in - person" conversations, telephone conversations... and
3. The transmissions of attitudes - facial expressions, hand gestures...

According to the Canadian Students' Dictionary by Houghton Mifflin

at-ti-tude is a position of the body, or manner of carrying oneself, indicative of a mood, or condition : "Men... sprawled alone, or in heaps, in the careless attitudes of death" (John Reed).

To expand the definition of attitude to meet my own personal opinions, I would add that attitude is also a mental "set". Attitude is the way an employee views, and interprets their entire job - working environment.

Your attitude about your job may be because of the way you view, and interpret your entire job - working environment i. e. the people, the places, and the things.

Whatever your current view of your current job / workplace is currently, there are four very important reasons why you do need to keep a good(positive) attitude for your career successes! 

1. To keep yourself energized, and motivated - let your inner enthusiasms "spill - out"
2. For first impressions - give a good(positive) attitude when you are meeting another(s) for the first time!
3. To positively influence your employer for pay raises, upward promotions et cetera... and
4. To positively contribute to the positive productivity of the other(s) in your workplace.

"Well sir, how do I keep my attitude positive every day? I hate my job!". 

Well Rehanna, the opposite of hate is love. Please do try, try, try!

1. Please do try to talk about the good(positive) things, places, and people @ your workplace, with the others at your workplace. Try to be complimentary to them, even if you do "hate" them.
2. Please do try to view the good(positive) in the people(s) with whom you work with, and for.
3. Please do try to view the good(positive) in your job, employer, and, or business organization.

Also, please do remember that you are getting paid good monies to do a good job.
You are not getting paid to hate your co - worker "Bob".

Please do try, try, try!

Human Relations : Part #2

A very quiet, or "self - sufficient" employee may have human relations problems. Their silence may be interpreted as aloofness, indifference, or even hostility!

Lest we forget, human relations is of more, and greater importance today, than it was a few decades ago. Why?

• In years past, more employees worked alone, and therefore did not have to concern themselves with the inter - personal relationship(s)...
• Today, more employees work in "service" occupations...
• Higher productivity amongst employees is pertinent to improved profits, and an increase in the good standards of living.

The relationship of attitude, and personality in human beings (people) are greatly important.

A person's personality is the total sum of physical, and mental character.

A person's good / bad attitude gives the person an image.

A person with a good (positive) attitude makes that person attractive!

Is it necessary for a person to change their personality to be better in human relations?

No! A person does not have to change their personality to be better in relating to humans. However, a person can change many of their habits, attitudes, and behaviors @ the workplace, working with their fellow employees. A person can grow their current personality to become more, and greater effective in human relations at your workplace!

Human Relations : Part #1

     The first level of human relations can be described as being sociable, courteous, and adaptable.

Avoiding trouble(s) with fellow workers, and following rules of simple etiquette (correct behavior amongst people in the profession, at the working place etc...).

The second level of human relations can be described as being "multi - faceted". You must have emotional intelligence to build, and maintain relationships in many directions, with many types of people in "good", and "bad" working environments.

In the workplace, good human relations is nearly as important as being productive for an individual to enjoy their career successes. The job(s) must get done - the best job(s) you are able to do, and you must also be able to "get along" with all the people involved in the works too!

It is saddening, and unfortunate that an employee does have very high personal productivity, but still does not make his, or her best contribution to the workforce. An employee with poor human relations skills can hurt the efficiency of the entire workforce, even though his / her personal productivity is very high, because productivity is not only what you do yourself, it is also the influence (good, or bad), you have on the other(s).

"Good" people will do a better job.

"Bad" people will be less productive.

Our value is measured not only by the actual work(s) we do, but also by the contributions we make at the workplace as a whole!

It is impossible for any employee to escape human relations entirely, because getting the work(s) done is only "one side of the coin!".

An employee cannot "become" without learning how to work efficiently, and effectively with people.

An employee should do every, and anything they can to build strong, friendly, and honest working relationships with all the people they work with, for an absolute "yes!".